Strategies for implementing change management in an organization

1. ORGANIZATIONAL BEHAVIOR -2
Strategies for Implementing
Changes
Presented by:
Amber anand
Amit kumar verma
Amita surabhi
Angsuman mitra
Anil rana

2. Lets start with a quotation….
It is not the strongest of the species that survives, nor the
most intelligent, but the one most responsive to change.
-Charles
Darvin
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3. What is “CHANGE MANAGEMENT” ?
Change management is an
approach to shifting or
transitioning individuals, teams,
and organizations from their
existing state to a desired future
state.
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4. Levels of change
Changes can happen and/or impact, within an organization, on four different levels (see
graphic below.) There can be one or several levels affected by a Change. It is important to
understand the levels a change impacts, as they are the base for appropriate measures and
interventions.
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5. Individual Level change
At the individual level, change is reflected in such developments as changes
in job assignment ,physical move to a different location, or the change in the
maturity of a person which occurs over time.
It is said that changes at the individual level will seldom have significant
implications for the total organization. This is not true because a significant
change at the individual level will have its repercussions on the group ,which
in turn, might influence the wider organization.
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6. Group level change
• Most organization changes have their major effects at the group level. This
is because most activities in organizations are organized on a group basis
the group could be departments or informal work groups. Changes at the
group level can affect work flows, job design , social organization,
influence and status systems, and communication patterns.
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7. Organization-level Change
• Changes at this level involve major programs that affect both individuals
and groups. Decision regarding this change changes are generally made by
senior management and are seldom implemented by only a single
manager . Frequently ,they occur over long period of time and require
considerable planning for implementation.
• Example of these changes would be reorganization of the organizational
structure and responsibilities, revamping of employee remuneration
system or major shifts in an organization’s objectives.
• Change at the organizational level is generally referred to as ‘organization
development’.
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8. .
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9. RESISTENCE TO CHANGE
Resistance to change is the action taken by
individuals and groups when they perceive that a
change that is occurring as a threat to them.
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10. SOURCES OF RESISTANCE TO CHANGE
• INDIVIDUAL SOURCES
Habit
Security
Economic factor
Fear of the unknown
Selective information processing
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11. Continued..
• ORGANIZATIONAL SOURCES
 Structural inertia
 Limited focus of change
 Group inertia
 Threat to expertise
 Threat to established power relationships
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12. Overcoming resistance to change
• There are 8 tactics that can help change agents deal with resistance to change :
1) Education and communication
2) Participation
3) Building support and commitment
4) Develop positive relationships
5) Implementing change fairly
6) Manipulation and cooptation
7) Selecting people who accept change
8) coercion
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13. The 6 stage change
process
Follwing up on the
change
Implementing the
change
Planning the
change
Diagnosing the
problem
Recognizing the need
for change
Becoming aware for
the pressure for
change
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14. Lewin ‘s three step model
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15. Kotter’s 8 step model for implementing change
• Establish a sense of urgency by creating a compelling reason for why change
is needed.
• Form a coalition with enough power to lead the change.
• Create a new vision to direct the change and strategies for achieving the
vision.
• Communicate the vision throughout the organization.
• Empower others to act on the vision by removing barriers to change and
encouraging risk taking and creative problem solving.
• Plan for create and reward short term “wins” that move the organization
toward the new vision.
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16. Continued….
• Consolidate improvements , reassess changes, and make necessary
adjustments in the new program.
• Reinforce the changes by demonstrating the relationship between new
behaviors and organizational success.
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17. conclusion
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18. bibliography
• www.google.com
• www.mindtools.com
• changingminds.org
• www.boundless.com
• www.youtube.com
• Reference book –Organizational behavior (fifteenth edition) by Robbins
,Judge and Vohra
• Organizational behavior- K.Aswathappa
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